WGU D356 HR Technology Exam Questions with Correct Answers Latest Update 2025-2026
Activites that infolve HR programs such as planning, recruiting, selection, training,
compensation, and performance management - Answers Traditional HR
Routine, day-to-day activites of the HR department, such as record keeping that are important
but add little value to the competitive position of the organization. - Answers Transactional HR
Those strategic-level activites that focus on adding value to the organization. Ex cultrual or
organizational change, structural realignment, strategic redirection and increasing innovation. -
Answers Transformational HR
It is the implementation and delivery of HR functionality enabled by an HRIS that supports
emplooyees and their people-related decisions. - Answers eHRM
1) Provides a comprehensive information picture as a single, integrated database.
2) Increased competitiveness by improving HR operations and managmenet processes
3)improves timeliness and quality of decision making
4) Streamlines and enchances the efficiency and effectiveness of HR admin functions
5)Shifts focus of HR from process of transactions to stragetic HRM
6) Improves employee staisfaction by delivering HR services quickly and accurately. - Answers
Advantages of HRIS
1) overlooking soft skills due to only focusing on data captured by HRIS
2) Privacy conerns. Employees and applicants may feel their data is being accessed and used
by those internal and external to the organization
3) Rigdity and lack of flexibility in the system. Standard HR process can benefit the organization
but some systems may not allow for needed exceptions that arise with changes in HR legal
environtment
4) Employee stress and resistance to use electronic performance monitoring
5) Performance reduction in complex tasks when peformance monitroing systems are used. -
Answers Risks of HRIS
just record keeping (scientific mangement), how can work be divided, how long can the average
workday be, pay is the main motivator. - Answers Pre WW2
job desciptions created, pay & recognition is motivator, creation of unions, recruitment, labor
relations, training and benefits, government relations. Firms began investing in technology. -
Answers Post WW2 1945-1960
, Promotion of occupational health/safety, retirement benefits, tax regulation. Beginning of the
name Human Resources Management. Computer costs going down. - Answers Social Issues
Era 1963-1980
Focus shift from employee administration to training and development. Development of
microcomputers. Creation of HRIS. - Answers Cost-Effectiveness Era 1980-early 1990s
Business process reengineering as companies grew. Focus on retaining and engaing talent. HR
scorecard / Return on invesment. Focus on best fit approach isntead of best practice. Human
resource planning (forecasting needs for future). HR metrics. Development of ERP systems.
ADP for payroll and online recruiting. - Answers ERPs and Strategic HRM 1990 - 2010
Technology and regulation depentend. Patient Protections and affordable care act. Cloud based
HR systems - Answers The Cloud and Mobiles: 2010-Present
An approach to measuring the value of human resource function by identifying the key value-
added HR activities that contribue to business goals, measuring them, and evaluating the
effectiveness of HR through them. - Answers HR Balanced Scorecard
This is an approach to strategic HRM in which the organization adopts the practices that work
most effectively for it rather than adopting industrywide best practices. - Answers Best-Fit HRM
This is an approach to strategic HRM used by researchers in which organizations adopt industry
-recognized best practices and use them in their organization - Answers Best-Practice HRM
Measures used to evaluate the functiong of HR programs and acts as benchmarks for the total
HRM department. - Answers HR Metrics
The strategic alignment of the HR management function with organizational goals. It aims to
harness the potential of people as key competitive advantage through the use of their creativity
and innovation. - Answers Strategic HRM
A federal law passed in 2010 that focuses on the delivery and regulation of health care in the US.
It represents one of the most sweeping regulatory overhauls of helath care in 50 years and has
large implications for businesses. - Answers Patient Protection and Affordable Care Act
use the HRIS to evaluate potential decision choices and opportunites. The most demanding
user(s) of HRIS who will use a large amount of the system functionality. - Answers analysts or
power user
are responsilbe for providing a system that is usable and up to date for each user or clerical
employees who largely engage in data entry - Answers Technician or help experts
Spend a significant portion of their day interacting with HRIS. They understand the process
required to enter info into the HRIS, they can start the process and generate periodic reports.
Generally don't provide input about hiring a person. Enters reporting relationship (benefits,
Activites that infolve HR programs such as planning, recruiting, selection, training,
compensation, and performance management - Answers Traditional HR
Routine, day-to-day activites of the HR department, such as record keeping that are important
but add little value to the competitive position of the organization. - Answers Transactional HR
Those strategic-level activites that focus on adding value to the organization. Ex cultrual or
organizational change, structural realignment, strategic redirection and increasing innovation. -
Answers Transformational HR
It is the implementation and delivery of HR functionality enabled by an HRIS that supports
emplooyees and their people-related decisions. - Answers eHRM
1) Provides a comprehensive information picture as a single, integrated database.
2) Increased competitiveness by improving HR operations and managmenet processes
3)improves timeliness and quality of decision making
4) Streamlines and enchances the efficiency and effectiveness of HR admin functions
5)Shifts focus of HR from process of transactions to stragetic HRM
6) Improves employee staisfaction by delivering HR services quickly and accurately. - Answers
Advantages of HRIS
1) overlooking soft skills due to only focusing on data captured by HRIS
2) Privacy conerns. Employees and applicants may feel their data is being accessed and used
by those internal and external to the organization
3) Rigdity and lack of flexibility in the system. Standard HR process can benefit the organization
but some systems may not allow for needed exceptions that arise with changes in HR legal
environtment
4) Employee stress and resistance to use electronic performance monitoring
5) Performance reduction in complex tasks when peformance monitroing systems are used. -
Answers Risks of HRIS
just record keeping (scientific mangement), how can work be divided, how long can the average
workday be, pay is the main motivator. - Answers Pre WW2
job desciptions created, pay & recognition is motivator, creation of unions, recruitment, labor
relations, training and benefits, government relations. Firms began investing in technology. -
Answers Post WW2 1945-1960
, Promotion of occupational health/safety, retirement benefits, tax regulation. Beginning of the
name Human Resources Management. Computer costs going down. - Answers Social Issues
Era 1963-1980
Focus shift from employee administration to training and development. Development of
microcomputers. Creation of HRIS. - Answers Cost-Effectiveness Era 1980-early 1990s
Business process reengineering as companies grew. Focus on retaining and engaing talent. HR
scorecard / Return on invesment. Focus on best fit approach isntead of best practice. Human
resource planning (forecasting needs for future). HR metrics. Development of ERP systems.
ADP for payroll and online recruiting. - Answers ERPs and Strategic HRM 1990 - 2010
Technology and regulation depentend. Patient Protections and affordable care act. Cloud based
HR systems - Answers The Cloud and Mobiles: 2010-Present
An approach to measuring the value of human resource function by identifying the key value-
added HR activities that contribue to business goals, measuring them, and evaluating the
effectiveness of HR through them. - Answers HR Balanced Scorecard
This is an approach to strategic HRM in which the organization adopts the practices that work
most effectively for it rather than adopting industrywide best practices. - Answers Best-Fit HRM
This is an approach to strategic HRM used by researchers in which organizations adopt industry
-recognized best practices and use them in their organization - Answers Best-Practice HRM
Measures used to evaluate the functiong of HR programs and acts as benchmarks for the total
HRM department. - Answers HR Metrics
The strategic alignment of the HR management function with organizational goals. It aims to
harness the potential of people as key competitive advantage through the use of their creativity
and innovation. - Answers Strategic HRM
A federal law passed in 2010 that focuses on the delivery and regulation of health care in the US.
It represents one of the most sweeping regulatory overhauls of helath care in 50 years and has
large implications for businesses. - Answers Patient Protection and Affordable Care Act
use the HRIS to evaluate potential decision choices and opportunites. The most demanding
user(s) of HRIS who will use a large amount of the system functionality. - Answers analysts or
power user
are responsilbe for providing a system that is usable and up to date for each user or clerical
employees who largely engage in data entry - Answers Technician or help experts
Spend a significant portion of their day interacting with HRIS. They understand the process
required to enter info into the HRIS, they can start the process and generate periodic reports.
Generally don't provide input about hiring a person. Enters reporting relationship (benefits,
